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Career Exam 1 > History, ethics, P-E fit, TWA > Flashcards

History, ethics, P-E fit, TWA Flashcards

1
Q

common themes in career counseling

A
  • career indecision
  • work performance
  • stress and adjustment
  • unsatisfactory integration of life roles (work/life balance)
  • person-enviornment fit concerns
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2
Q

general roles/responsibilites of career counselor

A

-to collaborate

-multicultural competence

-increase working alliance

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3
Q

general interventions in career counseling

A

-clarify vlaues, life-role balance, interests, and motivation

-work with clients on distress, low self-esteem, weak self-efficacy, and hopelessness

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4
Q

According to research, in career counseling, we know little about _______

A

the effectiveness of specific career counseling models

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5
Q

According to research we know a little about __________ and __________

A

attributional styles & mental imagery

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6
Q

Evidence-based career indecision interventions involve –

A

-good therapeutic relationship

-self-exploration

-support

-education

-counseling

-self-reflection

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7
Q

C2. The counseling field emerged from what 3 movements?

A
  1. vocational/career guidance
  2. psychological measurement
  3. personality development
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8
Q

C2. The 9 basic issues in career counseling?

A
  1. the case for the individual
  2. career life perspective
  3. career choice
  4. working in the 21st century
  5. lifelong learning
  6. counseling in a culturally diverse society
  7. globalization & econominc restructuring
  8. effective use of career information
  9. integrating career and personal counseling
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9
Q

C2. 1-the case for the individual

A

career counseling was founded on the basics of indiivdual differences in assets and strengths

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10
Q

C2. 2-career life perspective

A

looks at the interrelationship of all life roles

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11
Q

c2. 3-career choice

A

looks at individual strengths but also takes into account the changing dynamics of global workforce

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12
Q

c2. 4-working in 21st century

A

work provides not only income but personal identity

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13
Q

c2. 5-lifelong learning

A

the changing workplace indicates the need for lifelong learning

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14
Q

c2. 6-counseling in culturally diverse society

A

counselor needs to understand culture in multicultural society

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15
Q

c2. 7-global and economic restructuring

A

global economy exists now, with increased economic, political, social interconnection

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16
Q

c2. 8-effective use of career info

A

there are a variety of current career info resources

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17
Q

c2. 9-integrating career and personal counseling

A

counselors must understand both career choices and personal choices

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18
Q

c2. Frank Parsons

A

the “father” of vocational guidance movement

  • social justice advocate
  • created first vocational guidance clinic
  • came up with basic principles of vocational guidance (still used)
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19
Q

c2. National Career Development Association (NCDA)

A

est. late 1900s to
-aid employment of working Americans
-and gain support from federal government

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20
Q

c2. National Occupational Information Coordinating Committee (NOICC)

A

est. by congress 1976

  • created national career counseling guidelines
  • developed NCDA
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21
Q

c2. 5 career counseling ethics

A
  • autonomy
  • nonmaleficence & beneficence
  • justice

-fidelity

-veracity

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22
Q

c3. John Holland

A
  • created person-environment fit
  • proposed personaltiy types can be arranged in a coded system
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23
Q

c3. Person-Environment Fit basics

A

-created by John Holland

-asks how are interests aligned with work environments

24
Q

c3. For person-environment fit theory, what 3 things are key?

A

-congruence

-consistency

-differentiation

25
Q

c3. congruence

A

fit between interests and work environment

26
Q

c3. consistency

A

how similar top interests are on the hexagon

27
Q

c3. differentiation

A

the difference between the highest and lowest types

28
Q

c3. The 6 sections of the person-environment fit hexagon?

A

RIASEC:

realistic

investigative

artistic

social

enterprising

conventional

29
Q

c3. Goal of person-environment fit?

A

“Create self-understanding and stimulate more insightful and constructive planning”- Holland

30
Q

c3. Overarching questions when using person-environment fit?

A

-What are the client’s interest type or combinations of types?

-What is the client’s pattern of congruence in current vocation environment?

-How consistent are the client’s interests?

-How well differentiated are the client’s interests?

-How congruent are the client’s occupational aspirations?

31
Q

c3. Specific questions to ask a client when using person-environment fit?

A

-What needs are important to you in a career?

-How much do career interests fulfill your needs?

-What strengths and assets do you have?

-What skills and knowledge are required for interesting careers?

-What skills and knowledge do you possess?

32
Q

c3. What are two assessment measures John Holland came up with?

A

Self-Directed Search

Strong Interest Inventory

33
Q

c3. According to John Holland, two critical questions for using P-E fit?

A

-At what kind of work will I be happy?

-Will I be able to perform the job well?

34
Q

ch 7. An example of the steps of intervention using P-E fit?

A
  1. assessment of both client and their environment
  2. use the Career Attitudes and Strategies Inventory (CASI).
  3. examine pattern of types on the assessment tool
35
Q

ch 7. What does the Career Attitudes and Strategies Inventory (CASI) examine?

A

adult career issues including

-job satisfaction

-work involvement

-family commitment

36
Q

c3. Two authors of Theory of Work Adjustment?

A

Dawis & Lofquist

37
Q

c3. What is the contrast in focus for P-E fit compared to TWA?

A

P-E fit: emphasizes vocational choice
TWA: emphasizes vocational adjustment

38
Q

c3. What are the 2 focuses of TWA?

A
  1. abilities a job requires
  2. rewards available for the job
    (satisfaction and satisactoriness)
39
Q

c3. When do you use TWA with clients?

A

When clients are not satisfied with their jobs.

40
Q

c3. What does TWA stand for?

A

Theory of Work Adjustment

41
Q

c3. satisfaction

A

how well an individuals’ needs are met by a job

42
Q

c3. satisfactoriness:

A

how well an individual’s abilities and skills meet the requirements of a job

43
Q

c3. reinforcer pattern:

A

pattern of rewards

44
Q

c3. tenure

A

length of a time in a job

45
Q

c3. celerity:

A

speed with which an individual initiates interaction with their environment

46
Q

c3. pace:

A

intensity/activity level of one’s interaction with the enviornment

47
Q

c3. rhythm:

A

the pattern of the pace of interaction with the environment (steady, erratic, etc)

48
Q

c3. endurance:

A

sustaining of interaction with the environment

49
Q

c3. flexibility:

A

ability to tolerate a mismatch (disocrrespondence) between needs and rewards

50
Q
  1. perseverance:
A

continuing in the environment while in adjustment mode

51
Q

c3. active adjustment:

A

acting on the environment

52
Q

c3. reactive adjustment:

A

acting on self

53
Q

c3. Questions to ask in TWA?

A

-client needs?
-client’s adjustment style?
-client’s abilities?
-discorrespondence between client’s abilities and job requirements?
-Is the client accurately perceiving their abilities?
-Is the client adequately performing job tasks?

54
Q

c3. What does satisfactoriness correlate with?

A

abilities a job requires and how well the client is meeting those requirements

55
Q

c3. What does satisfaction correlate with?

A

Rewards available for a job and whether they meet a client’s needs.

56
Q

ch8. Interventions you might use in TWA?

A
  1. identify needs and abilities of the client, often through use of assessments
  2. assess satisfactoriness
  3. assess validity of client’s own assessment of their abilities
  4. assess satisfaction

Career Exam 1 (4 decks)

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